Director of People and Culture

Position Summary:

The Director of People & Culture serves as a strategic leader responsible for developing and executing people strategies that support CORE's mission, organizational objectives, and workforce needs. As a member of the leadership team, this position partners with leaders across the organization to build leadership capability, strengthen organizational culture, enhance employee engagement, and align talent strategies with business priorities.

This role provides leadership and oversight for talent management, organizational development, employee relations, workforce planning, leadership development, performance management, employee experience, total rewards, and People & Culture operations. The Director of People & Culture drives initiatives that position CORE as an employer of choice while fostering a high-performing, mission-driven workplace culture that supports organizational growth and long-term success.

Essential Job Functions:

• Develops and executes a comprehensive People & Culture strategy aligned with organizational goals, workforce needs, and future growth initiatives.
• Serves as a trusted advisor and strategic partner to executive leadership and management on workforce planning, organizational effectiveness, and employee engagement.
• Leads initiatives that strengthen organizational culture, employee experience, recognition, and retention.
• Oversees talent management programs, including performance management, succession planning, career development, and workforce development initiatives.
• Partners with Learning & Development to identify organizational capability needs and align employee development priorities with CORE’s strategic objectives.
• Partners with leaders to address organizational challenges and identify opportunities to improve team performance, employee engagement, and operational effectiveness.
• Provides strategic oversight of recruitment and talent acquisition efforts to ensure CORE attracts, develops, and retains high-quality talent.
• Establishes workforce planning strategies that support organizational objectives and future staffing needs.
• Monitors workforce metrics, employee engagement data, turnover trends, and other key performance indicators to support data-driven decision making.
• Oversees employee relations programs, investigations, corrective action processes, conflict resolution efforts, and leave administration.
• Ensures compliance with all applicable federal, state, and local employment laws, regulations, and organizational policies while managing organizational risks to protect the organization.
• Provides strategic oversight of Total Rewards, including compensation, employee benefits, wellness initiatives, recognition, and rewards programs, to support employee well-being, organizational objectives, and responsible resource management. Leads the development, implementation, and continuous improvement of People & Culture policies, processes, systems, and practices.
• Ensures organizational audit readiness through effective compliance monitoring, recordkeeping practices, policy governance, training oversight, and employment-related risk management activities.
• Oversees HR technology, reporting, data integrity, and process improvement initiatives.
• Develops departmental goals, budgets, operating priorities, and performance measures.
• Recruits, leads, coaches, and develops People & Culture team members.
• Represents CORE with professional organizations, educational institutions, workforce development partners, and industry associations.
• Partners with Facilities and other relevant stakeholders on organizational safety initiatives, corrective and preventive action (CAPA) processes, and risk mitigation efforts to support a safe work environment, regulatory compliance, and continuous improvement.
• Participates in strategic planning initiatives, leadership meetings, and organizational projects.
• Promotes the Mission, Vision, and Core Values of CORE.
• Maintains confidentiality of all employee and donor/recipient information.
• Perform other duties and special projects as assigned.

Non-Essential Job Functions:

These “non-essential job functions” represent job functions, which the incumbent is responsible for performing. However, if necessary, these job functions could be performed by other personnel.

• Participates in community outreach, workforce development, and educational partnership initiatives. 
• Serves on organizational committees and cross-functional workgroups.
• Attends conferences, professional development programs, and industry events.
• Supports employee engagement activities, recognition programs, and organizational events.
• Assists with special projects and initiatives as assigned.

Position/CORE Competencies:

• Strategic Thinking & Business Acumen – Understands the relationship between people, operations, financial drivers, and organizational priorities. Anticipates workforce needs, evaluates organizational challenges, and develops strategies that align People & Culture initiatives with CORE’s mission and long-term objectives.
• Leadership & Influence – Builds credibility and trust with executive leadership, managers, and employees. Provides strategic guidance, influences decisions, establishes clear expectations, and promotes accountability and organizational effectiveness.
• Relationship Building & Communication – Develops productive partnerships across all levels of the organization. Communicates clearly and professionally, actively listens, navigates sensitive conversations, and fosters collaboration and trust with internal and external stakeholders.
• Emotional Intelligence & Judgment – Demonstrates self-awareness, empathy, discretion, and sound judgment. Handles sensitive employee and organizational matters with professionalism, maintains composure under pressure, and balances employee needs with organizational priorities.

Qualifications

Required Education and Experience:

• Bachelor's degree required.
• Minimum of seven (7) years of progressively responsible Human Resources, People & Culture, or related experience.
• Minimum of five (5) years of leadership experience with responsibility for leading teams, programs, projects, or organizational initiatives.
• Demonstrated experience in employee relations, talent management, leadership development, organizational development, workforce planning, and performance management.
• Experience partnering with senior leaders to influence decision-making and drive organizational outcomes.
• Strong knowledge of employment laws, regulations, and human resources best practices.
• Exceptional communication, facilitation, coaching, and relationship-building skills.

Preferred Education and Experience:

• Professional certification such as SPHR, SHRM-SCP, or equivalent credential strongly preferred.
• Experience leading a People & Culture, Human Resources, or Organizational Development function.
• Experience building leadership development, succession planning, employee engagement, and workforce planning programs.
• Healthcare, nonprofit healthcare, transplantation, or other highly regulated industry experience.
• Experience utilizing workforce analytics and people metrics to drive business decisions.

Work Authorization/Security Clearance Requirements

Must be legally authorized to work in the United States. Employment is contingent upon successful completion of a background investigation conducted by CORE and satisfactory results in accordance with CORE requirements.

EEO Statement

CORE is proud to be an Equal Opportunity Employer (EEO), dedicated to building a work culture of integrity, compassion, and respect. As an EEO employer, we support an inclusive workplace where all can excel based on their merit, qualifications, experience, and job performance. We do not discriminate, tolerate harassment, or condone retaliation of any kind. 

Supervisory Responsibilities:

Supervises the People and Culture department.  Provides strategic and operational leadership for the People & Culture department, including responsibility for workforce planning, employee development, performance management, succession planning, and overall departmental effectiveness.